Performance Appraisal - YouTube

Hi everyone today we are going to discuss about performance management

Performance Management which forms an integral part of Human Resource

Management. It is also relevant to students who as

per the career as HR manager. Performance Management is also formed an integral

part of Talent Management which is the sub function of Human Resource

Management. In this video we will learn about and what is the performance

management and defining and also the analysis part of ratings or apprising

part of employees. what is the performance management? Performance

management is defined as a process of continuous feedback and the

communication between managers and their employees to ensure the achievement of

strategic objectives of the organization what do you mean by this most workers

percentage of musicians performance management approach as confusing

subjective and infrequent said by kotti entries this is the current state of

performance management however it doesn't have to be either way automation

now plays a significant role in performance management and many of the

processes involved can be streamlined so that employee performance can be

strategically managed performance management differs from talent

management in that the leader is a set of initiatives taken to engage employees

to retain them performance management on the other hand is an initiative that

guides employees towards establishing and achieving their goals in alignment

with the of musicians immediate and over time goes it is a method of measuring

the degree of accomplishment of a task as the work gives both qualitatively and

quantitatively what are the objectives of performance management when you are

doing performance management you also come to know about the training needs

and also the development needs of employees when I have given them tasks

and when I'm evaluating certain criteria would be used increments in salary there

is a salary raise which everybody expects of a year and annual increment

everyone expects what should be the increment basis could be face value or

friendly relationship with you know basis on these they will not give you

increments there is certain procedure to measure the performance of an employee

maybe promotions demotions or transfers for few companies there is a policy that

an employee who worked hard and performance is extremely good

they might get promotion after completion of three years tenure and a

particular company and in few companies tenure is not required if an employee

performed well and achieve the targets in less time he or she may get promotion

in year or two if an employee is far below the desired level they might be

demoted or might be transferred to another department where he or she can

perform better what is the need of performance management it offers the

competitive advantage to an organization by making fair and correct decisions in

pay hike or transfer promotion completion of probation period etc it

pays high promotion etc as a motivational tool for the organization

it helps to critically identify the major non performance which the

organization we decide to read on as these employees or baggage to the

organization and do not contribute to the production and it helps in

succession planning it minimizes the job dissatisfaction and it helps to improve

the superious of what they relationship and it recognition of efforts and the

work done it helps in predicting the level and

of work that employees will be capable of doing the future and here is the

performance management cycle the performance management process or cycle

is a series of five steps these steps are imperative regardless of how often

you review performance there are five steps planning monitoring

developing rating and regards let us discuss what is a planning this stage

entails settling employees goals and communicating these goals with them

while these goals should be disclosed in the job description to attract the

quality candidates they should be communicated once again when the

candidate becomes in your higher depending on the performance of

management in your organization you may want to assign a percentage to each of

these goals to be able to evaluate they achievement or we can say instead of

planning it is a smart objectives said smart objectives said smart objectives

agree personal development plan and update role profile next one is

monitoring monitoring in this phase managers are required to monitor the

employees performance on the goal this is where continuous performance

management comes into the picture with the right performance management

software you can track your team's performance in real-time and modify the

correct course whenever required or achieve the objectives carry out role

implement the personal development plan and the third step is developing this

phase includes using the data obtained during the monitoring phase to improve

the performance of employees it may require suggesting refresher courses

providing an assignment that helps them in relate knowledge and performance on

the job or altering the course of employee development to enhance the

performance or sustain excellence or you can track the regular

feedback or the process and mitigate the obstacles coaching and the next step is

ratings ratings or review each employees performance must be rated periodically

and then at the time of performance appraisal ratings are essential to

identify the state of employee performance and implement the changes

accordingly both peers and managers can provide these ratings for 360-degree

feedback or review achievements identify learnings and discuss the carrier goals

and agree the actions in the last one is rewarding recognizing and rewarding good

performance is essential to the performance management process as well

as important part of employee engagement you can do this with a simple Thank You

social recognition or a full-scale employee rewards program that routinely

recognizes and rewards excellent performance in the organization what a

traditional and versus present approach let us see what are the traditional

approach so there will be sanitized promotion transfer lay off completely

confidential and only the superior will know in it is the poster present the

superior communicates he is rating and tries to sell his evaluation to

employees seeks to have an employee conformed to his views and coming to

present approach the performance improvement and employee growth they

would be targeting and it is having a high degree of transparency where the

superiors will share the feedback with the employees and there is a two to

three level of superior or 360-degree oppressively is there when superior

stimulates the employee to analyze himself and said own objectives in line

with the bus requirement and appraisal the traditional approach consists of

apprising through confidential reports and rating scales and it is the

autocratic leader style of the appraiser when it comes to present approach it is

so a present through MBO which needs management by objectives and bars we

have real anchor rating scaling methods and other methods and we're here you

will be very participative and democratic leadership a style of the

prices will be available here how to design a performance management program

so see here here is the apprise and design so whose performance will be

evaluated what are the methods who are the raters what problems and how to

solve it when to evaluate what do we value it and whether it is formal or

informal we will discuss in brief if you are designing an appraisal program then

it has to be a formal or informal decision that you have to take whose

performance is to be assist is an important question employees performance

needs to be assessed employees can be individual or teams as I see already can

be an individual workgroup division or organization what should be the methods

that should be adopted who are going to be my readers who will apprise me

Britta's can be immediate superiors or subordinates

pr's clients self appraisal or a combination of these and a 360-degree

performance surprisin combination of subordinate PR superior or clients or

involved what are the problems can you return or evaluator encounter

performance appraisal is susceptible to a wide variety of biases and

inaccuracies can rating errors how can we they be

solved when the performance needs to be evaluated what do we imagine it during

the performance what are the problems in the rating performance advisor is

susceptible to a wide variety of biases and inaccuracies called

rating errors what are the methods of a crisis there are different methods of

reprisal it would depend on level of professionalism size and need of

organization the kind of focus by the management and the methods of appraisal

here the methods of appraisal are broadly classified into two one is past

oriented approach and second one is future oriented approach what a past

oriented approaches let us see the different types involved in past

oriented approach a rating scale methods checklists forced choice method critical

incident method behavior and critics gains confidential reports ASI all these

are traditional methods what are the future oriented approach and Bo which

means the management by objectives and 360 degree appraisal is another future

oriented approach and let us see what is the rating scale how we are going to

define it see every rating scale has employee ID or employee code they are

going to collect in the name of the employee and the designation and the

department on this date the ratings are taken place and what is what is the

criterion what are the parameters used or used to evaluate an employee so all

these are the parameters so like what is the attitude whether a person is having

an attitude or not all these measures will be calculated like this like one

means it is a four to means failure threes accept

for his good and five is excellent so all these parameters will be evaluated

for five points out of which an employee might score less a teacher so it will be

one and dependability he can work as independent so he might get Xcode 5 and

job knowledge he is very well-versed in the his job her job so it might be

scored as fine and initiative he or she might be very initiative before his his

or her boss gives some tasks he or she is evaluated the work and they will come

up with a new ideas so they might get score as five coordination they are well

coordinated in the team so they might score five or four in the quality of

work is very good so they might score five like the entire sum of all these

parameters will be given as a total score some people might be scored very

less or one or two or three something like that so that depends on employing

from employee to employee this rating scale would be the food and the

parameters scores will be differ from person to person

basing on these ratings an employee would be getting hike or incentives what

is the management by objectives a system in which some specific objectives were

jointly determined by this video and the support need progress towards the

objectives is periodically reviewed and the rewards or allocated on the basis of

this progress what are the principles of management by objectives these were the

four principles for the management by objective NGO participative

decision-making where an employee and employer and for the superior might be

working together to set the goals for an employee that is a participative nation

making specific objectives for each member

when a person-to-person the objectives might differ

this is available for future approach not for the traditional approach and

explicit time period and performance evaluation is there what are the other

management by objective steps there are three steps involved in this one is

establishing the goals of each subordinate in the second level is

setting the performance standards for the subordinate in the I create time

frame and the third level is the actual level of goal attainment is compared

with the I great goals whether they have agreed the targets or not when they have

achieved the top rates or not all these will be measured with the agreed terms

with the actual terms what they have achieved and all would be compared and

basing on that they would get the high control this step also highlights during

the review the training needs that the subordinate may need and next one is

360-degree performance appraisal it helps in systematic collection of

performance data of any individual or group from a number of stakeholders like

an a traditional approach you would be getting a feedback from only your

superior if he or she wants to show up then you would get the hike in a good

way otherwise you might get a if you are relation with your superior is not so

good then you would be getting a less hike in this 360-degree appraisal there

is no chance for getting a biased feedback here the entire team would be

giving you the feedback like your peers your subordinates your superiors

everybody would be giving you the feedback basing on which will be getting

the hike this is completely non biased when compared to traditional approach

and these are all the stakeholders as I said earlier immediate superiors team

members customers or peers and self presence

also there in this 360-degree appraisal so there is a chance for getting a good

hike using a 360-degree appraisal and it provides broader perspective about an

employee's performance and facilities greater development thank you if you

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